{"id":573,"date":"2017-12-11T08:12:53","date_gmt":"2017-12-11T08:12:53","guid":{"rendered":"http:\/\/sonus.wpengine.com\/?p=573"},"modified":"2017-12-11T17:47:12","modified_gmt":"2017-12-11T17:47:12","slug":"bad-job-descriptions-dangerous","status":"publish","type":"post","link":"https:\/\/sonusbenefits.com\/bad-job-descriptions-dangerous\/","title":{"rendered":"Why Bad Job Descriptions Are Dangerous"},"content":{"rendered":"

A great job description performs several important functions. It provides appropriate criteria for new hires, structure for current employees, and a basis for conducting performance reviews. And yet how many of us have worked in positions with outdated, inadequate or non-existent job descriptions?<\/span><\/p>\n

Just about all of us.<\/span><\/p>\n

Why are job descriptions such a challenge?<\/h2>\n

One of the challenges of keeping up with job descriptions is growth, both at the corporate and individual level. When business is booming, we often put the focus on production over process. We expand our teams rapidly, while telling ourselves we don\u2019t have time to document all of the details. We\u2019ll get to that later.<\/span><\/p>\n

Meanwhile, when we hire the right people, they naturally tend to grow their positions over time. Once they have the basic job down, they start learning new skills and taking on more responsibilities.<\/span><\/p>\n

And while this kind of professional growth can keep the team and leadership happy, it can leave individual job descriptions looking pretty sad. HR Managers may also be quite sad when the time comes to fill a position that no longer has an accurate description attached to it.<\/span><\/p>\n

What happens if you let things go?<\/h2>\n

In addition to making it harder for your Human Resource team to recruit the right people, inaccurate job descriptions make it difficult to assess employee performance and determine appropriate compensation structures. On occasion, it could even lead to litigation.<\/span><\/p>\n

Accurate job descriptions help promote proper FLSA job classification, facilitate ADA and OSHA compliance, and reduce the risk of company liability issues.<\/span><\/p>\n

How to stay on top of job descriptions<\/h2>\n

If regularly updating job descriptions isn\u2019t making it to the top of your weekly or monthly to-do list, try conducting an annual job analysis for each position in your organization. If this idea strikes terror in your heart, don\u2019t worry. By no means do you have to analyze all of your positions every January or December.<\/span><\/p>\n

A more manageable approach would be to use employee anniversary dates. With each passing year, ask your staff a few key questions about their job functions and how they may have changed.<\/span><\/p>\n

Examples of Job Analysis Questions:<\/h2>\n